Anti-harassment policy
Ensuring a positive and harassment-free environment
Behaviour that is conducive to this environment includes:
- using welcoming and inclusive language
- being respectful of differing viewpoints and experiences
- gracefully accepting constructive criticism
- focusing on what is best for the overall community
- showing empathy towards others
This code of conduct applies to all spaces, including public channels, private channels and direct messages, both online and off.
We do not tolerate harassment of any kind. Examples of harassment include:
- offending or humiliating someone physically or verbally
- continually disrupting discussion
- continuing one-on-one communication after requests to cease
- making unwelcome jokes or discriminatory comments, such as about someone’s race, national or ethnic origin, colour, neurodiversity, religion, age, sex, gender identification, sexual orientation, marital or family status, social condition, disability, or criminal record
If you have questions or concerns, please consult our policy against harassment and violence, and contact us at: serai.editor@gmail.com.
POLICY AGAINST HARASSMENT AND VIOLENCE
MONTRÉAL SERAI is committed to promoting a harmonious work and cultural environment in keeping with the following objectives.
1) OBJECTIVES
The purpose of this policy is to affirm MONTRÉAL SERAI‘s commitment to ensure a work and cultural environment free from all forms of violence. It is intended to prevent and if need be, put an end to any situation of harassment, including any form of psychological, sexual or discriminatory harassment, in its activities. In addition, this policy establishes principles for intervening that will be applied when a complaint of harassment is filed or a situation of harassment is reported to the Administration or its representatives.
2) SCOPE
This policy applies to:
- MONTRÉAL SERAI‘s Administration, editorial and advisory boards, representatives, volunteer and paid personnel, and to all individuals who interact with SERAI;
- locations where individuals are required to be in the course of their work or cultural activities with SERAI (e.g., training, meetings, events organized by SERAI, social media platforms);
- communications in any form (verbal, written, digital, etc.).
3) DEFINITION OF HARASSMENT
The Act respecting labour standards defines psychological harassment as follows:
For the purposes of this Act, “psychological harassment” means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. For greater certainty, psychological harassment includes such behaviour in the form of such verbal comments, actions or gestures of a sexual nature.
A single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment (section 81.18).
Every employee has a right to a work environment free from psychological harassment.
Employers must take reasonable action to prevent psychological harassment and, whenever they become aware of such behaviour, to put a stop to it. They must, in particular, adopt and make available to their employees a psychological harassment prevention and complaint processing policy that includes, in particular, a section on behaviour that manifests itself in the form of verbal comments, actions or gestures of a sexual nature (section 81.19).
The definition includes discriminatory harassment based on any of the grounds set out in the Charter of Human Rights and Freedoms (section 10): race, colour, sex, pregnancy, sexual orientation, marital status, age except as provided by law, religion, political convictions, language, ethnic or national origin, social condition, handicap or the use of any means to palliate a handicap.
The concept of harassment must be distinguished from other situations such as interpersonal conflict, work-related stress, difficult work constraints or the normal exercise of management rights (management of work attendance, work organization, etc.).
4) POLICY STATEMENT
MONTRÉAL SERAI does not tolerate or condone any form of psychological or sexual harassment in its operations, whether it be:
- by the Administration towards volunteer or paid personnel;
- between colleagues;
- by volunteer or paid personnel towards the Administration;
- by or towards submitters, contributors or sponsors;
- by or towards anyone leaving comments on the SERAI website or social media platforms;
- by or towards anyone associated with the organization, such as representatives, sponsors, suppliers or visitors
- or in any other circumstances not mentioned here.
Harassing behaviour may result in disciplinary action.
MONTRÉAL SERAI is committed to taking reasonable steps to:
– ensure a work and cultural environment that is free from any forms of harassment, to protect the dignity and the psychological and physical integrity of individuals;
– disseminate the policy to make it accessible to all personnel;
– prevent or put an end to situations involving harassment by:
- implementing a procedure for handling complaints or reports of psychological or sexual harassment,
- ensuring that the policy is understood and respected by all persons;
- promoting respect between individuals.
5) EXPECTATIONS OF THE SERAI ADMINISTRATION, PERSONNEL AND COMMUNITY
It is the responsibility of all administrators, representatives, personnel and other members of the MONTRÉAL SERAI community to behave in a manner that promotes an environment free from psychological or sexual or discriminatory harassment.
6) HANDLING COMPLAINTS AND REPORTS
Whenever possible, persons who believe that they are being psychologically or sexually harassed should first inform the person concerned that the behaviour is unwelcome and that the person must stop it. They should also note the date and details of the incidents and the steps they have taken to try to resolve the situation.
If the person doesn’t wish to take this initial step or if the harassment continues, the person should report the situation to one of the MONTRÉAL SERAI‘s designated parties so that the problematic behaviour can be identified and remedial action taken.
A complaint may be made verbally or in writing. The behaviour and details of the incidents should be described as accurately as possible, so that prompt action can be taken to put an end to the situation.
The persons designated by MONTRÉAL SERAI are Jody Freeman and Himmat Shinhat.
Anyone who witnesses harassment is also encouraged to report it to one of the designated persons mentioned above.
The designated persons must inform SERAI representatives and personnel about the policy, intervene informally to try to resolve the situation, receive complaints or reports of harassing behaviour or situations, and recommend the kind of actions to be taken to put an end to any harassment.
7) PRINCIPLES FOR INTERVENING
MONTRÉAL SERAI undertakes to:
- inform it representatives and personnel of the policy;
- address the complaint or report of harassment as quickly as possible;
- preserve the dignity and privacy of the persons involved, i.e., the person who made the complaint, the person who is the subject of the complaint, and the witnesses;
- ensure that all persons involved are treated humanely, fairly and impartially, and that appropriate support is provided;
- protect the confidentiality of the response process, including information related to the complaint or report.
MONTRÉAL SERAI must ensure that no one suffers prejudice or reprisals in addressing and resolving a situation of harassment in the workplace.
Adopted by MONTRÉAL SERAI‘s Editorial Board in Montréal on March 11, 2023.
